EMPLOYEE ENGAGEMANT

 

 

EMPLOYEE ENGAGEMENT

 

1.     What is Employee Engagement?

Employee engagement describes the willingness, enthusiasm and dedication of the employee on their job.

They tries to give their best to the organization every day. Engaged employee always committed to realize their organization goals and values. They are motivated to conduct organization success through their own well-being and enhanced sense. 

      According to Macleod, David, “This is about how we create the conditions in which employees offer more of their capability and potential”.

 

Video 1: Employee engagement

https://www.investopedia.com/terms/e/employee-engagement.asp

 2.     Outcome of the engaged employee?

 

•   Employee can be loyal to the organization and he/ she will critical to the company’s success. It gives to job satisfaction and employee morale.

•   Engaged employees are willing to be efficient and make higher performance individually.

•   He/ She shows the level of willingness, enthusiasm and dedication towards their jobs.

•   Employee can foster employee engagement through effective communication, offering rewards and discussing career advancement.

 

3.     Characteristic of an engaged employee

Figure 1: Engaged employees

 

According to outsource company Aon Hewit “Say, Stay or Strive?”.

    SAY:-

                An employee consistently speak positively about their employer to co- workers, customers &     job candidates.

    STAY:-

                An employee has a strong desire to remain with an organization despite having other         opportunities.

    STRIVE:-

                When an employee makes an extra efforts to contribute to their organization success.

 

 

4.     What are the 12 essential elements of employee engagement

According to the Gallup report, only 13% of employees has been engaged with their jobs and more than just a percentages has been disengaged with their workplace due to emotional reasons and poor management. The outcome of the disengaged also major impact to the realize company’s performance other than without considering their organization’s size.

 

Figure 2: Gallup engagement hierarchy

 

Q1: I know what is expected of me at work

This question addresses one’s ability to understand their place within an organization’s team. Do employees know how their role is defined? Are they aware of their responsibilities on any given day?

Q2: I have the materials and equipment I need to do my work right

Without the proper tools at their disposal, employees cannot do their job to the highest degree possible. This question is meant to address discrepancies between what employees have and what they need in order to achieve workplace excellence.

Q3: At work, I have the opportunity to do what I do best every day

Do employees feel that they are regulated to a set of tasks that don’t effectively utilize their unique set of skills? This question uncovers if employees are in the appropriate position and if the company understands how to maximize the efforts of their employees by building on their strengths. 

Q4: In the last 7 days, I have received recognition or praise for doing good work

This question focuses on your company’s ability to pinpoint and highlight outstanding individual contributions.

Q5: My supervisor, or someone at work, seems to care about me as a person

Some organizations see their workforce as nothing but labor. This question aims to uncover how emotionally engaged the leaders in your organization already are.

Q6: There is someone at work who encourages my development

Is there an encouraging presence within your team or does everyone go about their own business on any given day? Without effective leadership or an encouraging atmosphere, engagement cannot thrive because it is not conducive to such conditions.

Q7: At work, my opinion seems to count

Do leaders take employee thoughts and opinions into consideration? This question looks at whether everyone is headed in the same direction or just along for the ride when it comes to brand goals.

Q8: The mission or purpose of my company makes me feel my job is important

How well do employees feel they relate to the goals of your organization? If employees aren’t in full agreement with where the company wants to go and the role they play in helping you get there, engagement is doomed to fail because there’s nothing to strive for in the long-term.

Q9: My associates or fellow employees are committed to doing quality work

Those around you play an active role in your belief of the company itself. If employees feel coworkers are not as committed as they are, they may feel they are making up for the lack of effort from fellow team members, which can in turn hurt company culture. You should aim to ensure that your team is working in unison and can complete their tasks at the highest levels possible. 

Q10: I have a best friend at work

Relationships are important and act as an encouraging sign that a team is working as one. If everyone in the organization operates on a different wavelength, it will ultimately hinder the team’s ability to operate as a whole.

 

Q11: In the last 6 months, someone at work has talked to me about my progress

Metrics and statistics are important, especially as they relate to job performance. If employees are doing something wrong, yet no one tells them it’s wrong, they're doomed to continue repeating the same mistakes. By checking in with and encouraging personal growth, team members can maintain more realistic workplace goals.

Q12: This last year, I have had opportunities at work to learn and grow

Is there a program in place that encourages personal growth and allows for opportunity to further skills and abilities? This question is designed to uncover your organization’s current engagement levels, as they relate to continued training and education.

 

5.     10 C’s of Employee Engagement

Figure 3: 10 C's of Employee Engagement

 

6.     How to improve employee engagement

If there are endless employee engagement ideas that can e implemented at any time to give the team a much needed boost, a long term strategy is key to improving employee engagement and keeping the human resource engaged.

We can use 7 tips to increase employee engagement without spending a dime,

According to Lytle, (2016, p. 51)

•   Supply the right tool

•   Give individual attention

•   Provide training and coaching

•   Listen to employees

•   Get social

•   Serve others

•   Recognized proudly and loudly

 

7.     Why employee engagement need to company success?

•  Employee engagement is so important to all organizations. That’s because,

•   Having effective strategies in place helps to create a better workplace.

•   Reduce staff turnover.

•   Increase productivity.

•   Built better work and customer relationship.

•   One of main impact for the organization’s profit.

 

8.     Conclusion

    Employee engagement is an important parameter that has a impact of organization's productivity, Profitability & it will show effectiveness of the employee engagement. There are two way relationship between the employee and the employer. Employee engagement will gives to the organization many benefits as we discussed as above.

 

9.     References

Anon., 2008-2022. ResearchGate. [Online]
Available at: https://www.researchgate.net/figure/Ten-Cs-of-Employee-Engagement_fig1_296771661
[Accessed 30 March 2022].

Anon., 2021. Engage for success. [Online]
Available at: https://engageforsuccess.org/what-is-employee-engagement/
[Accessed 30 March 2022].

Anon., n.d. Investopedia. [Online]
Available at: https://www.investopedia.com/terms/e/employee-engagement.asp
[Accessed 30 March 2022].

D, M., n.d. [Online].

Lytle, T., 2016. SHRM. [Online]
Available at: https://www.shrm.org/search/pages/default.aspx#topic=Employee%20Engagement
[Accessed 30 March 2022].